Filed: July 31, 2003
DEBORAH J. FLUG,
Petitioner on Review,
v.
UNIVERSITY OF OREGON,
Respondent on Review.
On review from the Court of Appeals.*
Argued and submitted September 5, 2002.
David C. Force, Eugene, argued the cause and filed the brief for petitioner on review.
Richard D. Wasserman, Assistant Attorney General, Salem, argued the cause for respondent on review. With him on the brief were Hardy Myers, Attorney General, and Mary H. Williams, Solicitor General.
James S. Coon, of Swanson, Thomas & Coon, Portland, filed a brief for amicus curiae Oregon Trial Lawyers Association.
Before Carson, Chief Justice, and Gillette, Durham, Riggs,
De Muniz, and Balmer, Justices.**
GILLETTE, J.
The decision of the Court of Appeals and the judgment of the circuit court are affirmed.
*Appeal from Lane County Circuit Court, Jack L. Mattison, Judge. 170 Or App 660, 13 P3d 544 (2000).
**Leeson, J., resigned January 31, 2003, and did not participate in the decision of this case.
GILLETTE, J.
Plaintiff brought this action against her former employer, the University of Oregon (defendant), alleging two counts of unlawful employment practices under ORS chapter 659 and one count of intentional infliction of emotional distress (IIED). The trial court granted summary judgment for defendant, concluding, inter alia, that plaintiff had failed to give timely notice of her IIED claim, as ORS 30.275 requires. (1) The Court of Appeals affirmed, rejecting plaintiff's argument that certain letters that her lawyers had sent to defendant amounted to "actual notice" of her IIED claim within the meaning of ORS 30.275(6), set out below. Flug v. University of Oregon, 170 Or App 660, 13 P3d 544 (2000). We allowed plaintiff's petition for review and now affirm the decision of the Court of Appeals, albeit for slightly different reasons.
We draw the following facts from the record on summary judgment and present them, and all reasonable inferences that we draw from them, in the light most favorable to plaintiff. ORCP 47 C; see also Jones v. General Motors Corp., 325 Or 404, 408, 939 P2d 608 (1997) (stating and applying principle). In late August 1994, plaintiff took an extended medical leave from her job in the Housing Department of the University of Oregon because she was suffering from severe depression. In November 1994, plaintiff returned to work on a restricted basis. By April 1995, plaintiff was working about 25 hours per week.
On April 13, 1995, plaintiff's supervisors, Eyster and Tendick, learned that plaintiff had made certain comments to her coworkers that raised concerns that plaintiff might harm others. (2) Eyster and Tendick immediately placed plaintiff on administrative leave. On May 10, Eyster and Tendick met with plaintiff and presented her with a memorandum outlining her options with respect to her employment at the University. According to the memorandum, plaintiff's first option was to resign, effective June 30, 1995. A second option -- returning to work -- was available only if plaintiff met certain conditions. One condition was that she obtain a full release from her doctor and therapist to work "full time and * * * perform all job functions." The supervisors instructed plaintiff to inform them of her decision by May 15, 1995.
Plaintiff understood the memorandum as requiring her to present the requested medical releases by May 15. She told Eyster and Tendick that she could not meet that requirement because her doctors had not released her to work full time. Eyster and Tendick repeated their demand for a full release. Plaintiff then asked Eyster and Tendick if they were asking her to ask her doctors to lie. Eyster and Tendick did not respond.
Plaintiff was distressed by the meeting with Eyster and Tendick; she retained a lawyer to represent her in the matter. On May 15, 1995, plaintiff's lawyer wrote to Tendick that plaintiff chose option 2 (returning to work), but that "some modifications" in the conditions stated in the memorandum would be required. The lawyer specifically noted that the requirement that plaintiff obtain a full release from her doctors "is almost certainly a violation of federal and state law prohibiting discrimination against employees with handicaps." Plaintiff's lawyer suggested an informal meeting to "iron out" that and other concerns. The lawyer also requested a copy of plaintiff's personnel file.
Tendick sent the lawyer's letter to defendant's legal counsel, Swan. Swan responded to plaintiff's lawyer in a letter dated June 15, 1995, confirming that defendant needed releases from plaintiff's doctors before she could return to work.
Plaintiff's lawyer and Swan communicated by letter on various occasions thereafter, in an apparent attempt to negotiate the conditions of plaintiff's return to work. On July 20, 1995, Swan wrote to plaintiff's lawyer that defendant must have the requested releases by August 2, 1995, "or else the Housing Department will have no choice but to replace [plaintiff]." On September 18, 1995, plaintiff's lawyer sent defendant copies of plaintiff's doctors' responses to defendant's request for releases. The responses stated that plaintiff should not return to her position in the Housing Department, but suggested that she could work full time in a different, less stressful position. Based on those responses, plaintiff's lawyer asked defendant to accommodate plaintiff's mental disability by transferring her to a different department. Defendant refused to accede to that request and, instead, indicated that plaintiff's job no longer existed. Plaintiff's lawyer then informed Swan, by a certified letter dated January 29, 1996, that plaintiff was reserving the right to file an action against defendant "for its discrimination against her as a disabled person in employment, in violation of ORS 659.425 and 42 USC